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Social Media Background Checks

July 24, 2011 by USA Post 

Social Media Background ChecksSocial Media Background Checks, Companies have long used criminal record checks, credit reports and even searches on Google and LinkedIn to investigate the past life of potential employees. Now, some companies are requiring candidates to pass a background check on social media. At beginning of year of age, social intelligence, scrape the Internet for all prospective employees may have said or done online in the last seven years. Then he meets a dossier with examples of professional honors and charities, along with negative information that meets specific criteria:

• Evidence of racist comments online.

• References to drugs.

• Sexually explicit photos, text or video.

• Flagrant displays of weapons or bombs and violent activity clearly identifiable.

“We are not detectives,” said Max Drucker, managing director of the company, based in Santa Barbara, Calif. “All of us together is what is publicly available on the Internet today.”

The Federal Trade Commission, after an initial increase last fall concerns in the business of social intelligence, found that the company is in compliance with the Act Fair Credit Reporting, but the service still alarms privacy advocates say that invites employers to search for information that may not be relevant to job performance.

And what relevant information has been unfavorable job offers withdrawn or not made? Drucker said that a prospective employee found Craigslist to search for the painkiller OxyContin. A woman-posing nde in pictures she put on a picture-sharing site did not get the job I was looking at a hospital.

Other reports have appeared in the background examples of people making anti-Semitic and racist comments, he said.

Marc Rotenberg, director of the Electronic Privacy Information in Washington, said that employers have the right to gather information to make a determination of work, experience and knowledge, but “should not judge what people in your life Private not far from the workplace. ”

Joe Bontke, extension director of the Office of Equal Opportunity Commission in Houston, said he often reminds employers and human resource managers about the risks of violating federal anti-discrimination employment laws by the use of online research on hiring decisions.

“Things that can not be done in an interview are the same things that you can not investigate,” he said.

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